In 2005 (later revised in 2007 and 2008) Bolton Council introduced its home working policy as part of the wider flexible working strategy. The policy applies to all employees of the Council but particularly for white collar workers where the traditional office can be replicated in the home. The home working policy sets out its key components and provides: Definitions and assumed benefits of occasional, regular and mobile based home workers Eligibility criteria for staff to work from home Practical considerations for effective home working Responsibilities for managers, staff and HR to support home working Background Bolton Council recognising that changes to the traditional working pattern can be driven either by the employee, service needs or both has in place a comprehensive home working policy as part of the wider flexible working strategy. However, the policy makes it clear that home working is “not a replacement for child or elder care. Employees with caring responsibilities should make alternative arrangements to ensure these responsibilities are managed should they wish to work from home” (Bolton Council, 2008). According to the Assistant Director, HR, Bolton Council, the policy was designed back in 2005 because “It was the thing in HR, to give the people the flexibility in times and places that they worked..So it was the councils response as a modern employer to support staff..It was nice to have without any particular strategic aim”. Subsequently the policy was strengthened as part of the council’s efficiency agenda and its objective to reduce the property footprint. 2.1 Definition Effective use of ICT can make location dependant working a thing of the past. Home working capitalises on th... ... middle of paper ... ...ing communication with the employee so that they are aware of an engaged with organisational developments • Conducting regular reviews DMT are responsible for: • Championing flexible working • Considering recommendations for homeworking • Approving or rejecting homeworking applications • Ongoing monitoring and reviewing the effectiveness of homeworking arrangements. Staff wishing to work from home are responsible for: • Completing the necessary application and assessments • Complying with health and safety • Information security • Informing management of any changes to homeworking arrangements The homeworking policy is a large document which contains not only policy statements but also processes, procedures and all relevant application forms which the homeworkers and manager are required to fill out when making an application for homeworking.
Previous generations have a strong belief of keeping work and home life separate; that work is for work and home is for play (Rampell, 2011, para 21). Today’s professionals do not seem to abide by similar beliefs, constantly crossing the borders of one into the other. While many recognize this as an issue that could result in employees being less productive, it has actually resulted in them accepting that their work may run late into the evening or even into the weekend. I agree with this completely in that I grew up being taught that business is business and personal is personal; you leave your home life at the door. But now times have changed, and my weekends are no longer dedicated to my home life, but for work, because I attend classes during the week. Also, in my line of work in the Allied Health industry, it is a requirement to work off hours. Long gone are the days of working nine to five, Monday through Friday; technology and the demand of wanting affairs done and done as soon as possible, has made it so the “work week” is now 24-7. “Jon Della Volpe, the director of polling at Harvard Institute of Politics, said, ‘Some experts also believe that today’s young people are better at quickly switching from one task to another, given their exposure to so many stimuli during their childhood and adolescence’” (Rampbell,
The Working Time Regulations 1998 consider working time as a health and safety matter than an employment rights matter. All European member states including the United Kingdom follow the regulations as before in the UK there was no universal legislation which dealt with working time and holidays. The regulations are part of the domestic employment law after being implemented 2 years after originally planned.
In this article the standard work week, 40 hours, is soon to go into effect. The
1, 41). Legislation created to support standard work arrangements has not been modified to support the changes in work currently. Nonstandard work causes insecurity in numerous ways, including exemption from the protections offered by employment standards and labour legislation (Critoph, 2013, Unit 3). Governments have created a regulatory framework that adds to the insecure, unequal labour market, securing management rights while decreasing social supports and overlooking below-poverty level minimum wages (Critoph, 2013, Unit
Edwards, L. N., & Field-Hendrey, E. (1996, November). Home Based Workers: data from the 1990 Census of Population [Electronic Version]. Monthly Labor Review, 26-34.
One of the single most important features of industrial productivity and technical progress is the concept of division of labour. Division of labour is the breaking down of a work process into a number of tasks, with each task performed by a separate person or group of persons. It is most often applied to systems of mass production and is one of the basic organising principles of the assembly line. Breaking down work into simple, monotonous tasks removes any pointless motion and limits the handling of different tools and parts. The term `Labour` refers to any kind of physical or mental work which involves the provision of a product or service and does not just apply to paid work, it can also be in the home. This unpaid work is done by family members to maintain a household and unpaid domestic work has usually been done by women, e.g., wives and mothers. Their work may include cooking, cleaning, raising children, or managing household expenses. Social division of labour in a capitalistic society allocates certain sorts of tasks to certain sorts of people, in ways that are not equal, i.e. according to skills or labour power, i.e. who does the physical work versus factory owners, industrialists who own the product and make a profit. This refers to the separation of activities between individuals within society and is often linked to the existence of classes and gender. This continues to happen despite equality legislation; paid work has increased over time and is oft...
Critical reflection is useful in helping practitioners bring theory and practice together in a meaningful way and Freire (1972) identifies praxis as a notion that encourages people to perceive, interpret and transform the world around them The report is going to evaluate my study placement at Willenhall advice centre as a advice worker. The placement provided me with opportunity to link theory to practice and challenged my values and attitude towards the benefit system in UK as well as provided me with an understanding of challenges facing the voluntary sector and its workers. It is going to reflect upon the welfare right s practice which Bateman 2006 points out how welfare rights practices aims to increase individuals’ income by way of prescribing information and advice and advocacy on their behalf. Theories sand policies underpinning welfare rights practice is discussed and critically analysed and the effectives of this approach to enabling individuals in the communities. Equality and anti-discriminatory practice is also analysed focusing on how services at the organisation worked towards ageism, disability, racism and gender. Linking theory to practice is important as we can make sense of the situations that we find ourselves in and this also help to shape up our response (beckett 2006). The report will also argue how government policies and funding affects the service provision at WAC as well as the implications this has on workers and service users.
This legislation applies only to those who have worked for an employer for more than a year. Therefore, Alfie has to prove that he has continuously been working for East End Global Technology for a period exceeding one year. In addition, his service to East End must have been terminated only through the dismissal. For Alfie’s claim to be valid, he has forward it...
Having had a mother that was a hard worker, it was instilled in my siblings and me at an early age that some parents has to work to earn a living. Being that we were brought up in a single parent home where there was a lot of sisters and brothers, it was imperative that my mother obtained employed in order for her to support the family. Many women must work to support their family because the male counterparts are absent from the home, or if they are there they do the bare minimum. Therefore; being a working parent has its ups and downs. In this paper I will discuss ways parents can work and still run the home.
Chesters, Jenny . 2013 "Gender convergence in core housework hours." Journal of sociology 49(1):78-96. Retrieved from on Mar 29, 2014
A typical day for most people in today's world starts out with an early commute to work. People working in the city know what a hassle it is to deal with the many thousands of other trying to make their way to work. Dealing with long commutes and traffic congestion is a commonplace in today's fast-paced society. What if you had a chance to do most of your work at home? Would it be beneficial to you and your company? That is a common question one, which more and more companies are finding out is the future of business.
It is this capability of the management to cultivate communication that is important towards effective engagement with the employee (Albrech, 2011). It is not just a one-sided affair of a company engaging employee, but also mutual loop where the employee is also engaging the company. After all, it takes two hands to clap. “Voice must be approached in a genuine and authentic way, and treated as more than just a cosmetic exercise. An authentic use of voice means that when the employee is invited to speak up, the company in return will both listen and will respond to what the employee says, even if just to explain why they cannot carry out a request for change. Feedback is vital and action must be seen to follow.” (Dromey et al, 2012, p.17).
It is important for senior leaders in an organization to be engaged themselves and to have the ability to encourage engagement amongst the rest of the organization. One of the ways that senior leaders can promote employee engagement is through aligning organizational culture with work systems to attain company objectives. Communication channels that are open between senior management and employees will enable all levels of employees to understand company goals and strategies. This knowledge is a resource provided to the employees, which they will use to increase their own efficacy in their roles. Effective communication will help to create a positive working environment where there are clear expectations of each
Promote communication within an organization vertically and horizontally while balancing various management and operational elements;
The workplace today goes beyond just the walls and ceilings that surround an office environment or office building. According to the International Telework Association and Council, 44.4 million Americans worked from home at least part of the time in 2004, up 7.5% from just on year earlier (Earthweb, 2005). Though it may be very convenient to work from home, the choice can bring its own set of problems. There are financial reasons, efficiencies, and even managing time are just a few to name that bring about many challenges and issues that any remote employee would face in that type of work environment.